May 11, 2023, marked the end of the federal COVID-19 public health emergency.
And yet, while the pandemic officially is over, COVID-19 remains. Employers must continue to follow COVID-19-related guidance and directives from enforcement agencies.Last month, the U.S. Equal Employment Opportunity Commission released its final, or “capstone,”
The EEOC added, however, that employers may reevaluate the continued need for specific accommodations on a case-by-case basis. Employers may ask an employee to provide documentation justifying an ongoing need for accommodation and may consider less disruptive or expensive accommodations than those provided during the pandemic.
· Notify affected employees of COVID-19 cases in the workplace without disclosing the identity of the infected employee; and
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